Redefining What It Means To Work In A Corporate Team Environment

By Rebecca Peres Rebecca Peres has been verified by Muck Rack's editorial team
on 2 April 2022

The types of things that often come to mind when we think of corporate are grey suits, tight cubicles, and bureaucracy. It’s certainly not depicted as the most exciting or motivating environment, and a big part of this lack of appeal falls on the work culture.

As companies grow larger, bureaucratizing becomes inevitable. The downside to growth is that the sense of camaraderie you get from working in an office with a handful of people is lost. It can start to feel that every employee is just another number in the system, lost in the long chain of command, shuffled through dry quarterly reviews and competitive bonus structures.

However, the forward-thinking companies of the day, all have something at their forefront. They acknowledge that their employees are the building blocks of the company, therefore, enriching this part of the engine is integral to the overall health of the company.

Photo credit: Lezly D’limi, with permission

Culture leaders like Lezly D’limi, the CEO of Talentko, take the approach of putting people first. By addressing what employees need to thrive, Talentko aims to redefine what working in a corporate team environment looks like.

Here is what redefining corporate culture looks like.

Giving People the Tools to Overcome their own Obstacles and Succeed

One way corporate can build up their employees is by investing in the growth and professional development of their employees early on. 

Treating employees like they’re valuable contributors to the company is pivotal to fostering a positive work environment. If employees are struggling with a certain aspect in their own lives or work, make the tools readily available for those who are willing to put in the work to resolve them. Often, when you instill this belief in people that they’re valuable and worth going the extra mile for, they will also go the extra mile for the company. When they can approach problems coming from an area of strength, they can make better decisions for the company in the long run.

“If you can help people that are willing to understand themselves enough, they can understand what tools that they need to build that resilience within themselves. But it starts with them taking responsibility,” Lezly points out.

Creating a Culture of Kindness

people clapping hands to celebrate winning in the office
Photo by RODNAE Productions from Pexels

When people have psychological safety in their workplace, feel like they are heard and looked out for, they’re more likely to be more loyal and hardworking team players.

There are many ways corporate can instigate a culture of kindness. Removing barriers that prevent people from collaborating in the workplace, destigmatizing mental health and burnout, and creating an environment of mutual respect and transparency, just to name a few.

 Part of Talentko’s philosophy is kindness and openness. This means leadership is acutely aware of employees’ needs and uses problem-solving principles, instead of neglecting people. Instigating these values is an ongoing process that includes the whole team. Overall, it encourages people to show up every day, perform at their best, and not fear scrutiny from their peers or management.

Enforcing Radical Responsibility

Individuals that remain accountable for their own successes are more likely to continue growing and setting the bar higher in their work environments.

Having radical responsibility as a leader is crucial to realize their shortfalls and things that are preventing us from getting from A to B. When leaders are able to hold themselves accountable for their own outcomes, they create more space to grow and inspire others to take ownership as well.

“You’re defined by the choices you make, not your circumstances,” Lezly says. Although she is open about giving her employees the tools to heal and develop themselves, it is up to the individual to acknowledge the areas they need to work on in order to move forward in their careers. Lezly herself was not born into success; she worked endearingly through her negative upbringing to create the type of environment she could thrive in. Hence, she doesn’t believe in any excuses, rather only in taking radical responsibility.


Scaling a company doesn’t have to compromise human value. In fact, it’s redefining work culture to make work a friendly, empowering, and growth-oriented place to be in that can generate an incredible, long-term return on investment. Thought leaders in conscious leadership like Lezly focus on nurturing their employees through self-identification, awareness, and empathy, and there’s an abundance of other ways for leaders to create healthier work environments. Corporate doesn’t have to be as dull and grueling as it’s cut out to be.

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